Good Employee InductionPosted on 05 April 2022
If you are recruiting there is a great opportunity to welcome and engage new staff members when they join the organisation. A good induction will al... Continue reading >
2022 Employment ChangesPosted on 14 December 2021
What to look out for in 2022: The National Minimum Wage and National Living Wage From 6th April 2022, the new hourly rates recommended by the Low... Continue reading >
What is Custom and Practice in Employment?Posted on 04 November 2021
Custom and practice relates to long standing working arrangements and practices that have become the norm. These customs and practices may therefore... Continue reading >
Custom and practice relates to long standing working arrangements and practices that have become the norm. These customs and practices may therefore automatically become part of an employee’s working terms and contract by virtue that they are implied into the contract of employment even though they are not explicitly written in any documents such as the contract or policies.
There is no set time period as to when a certain practice or arrangement becomes officially implied, but it has to be a long standing occurrence that is continuously applied and expected.
Examples of what may lead to a custom and practice includes:
Employers should be cautious therefore when considering the potential removal or changing of something that is long standing and may be considered to be an implied contractual terms by virtual of customer and practice. It may be that consultation with employees is required and their specific consent to remove or change the matter in question.